Hilary wallis, HR director, Citizens Advice Bureau
The regulations came out at a time when we were already overhauling our HR policies in the context of a reward review programme.
In part, the review was also prompted by the need to harmonise our existing terms and conditions to make sure we weren't discriminating against fixed-term staff.
As part of this we looked at our leave provisions - for annual and special leave. We had previously given an additional four days leave to non-Christian staff so they could attend religious festivals. But we soon realised this was in contravention of the legislation.
Non-Christians were benefiting from the extra leave because they also had leave over the Christmas closure and their annual holiday entitlement. So they actually got more leave than anyone else.
We basically removed the provision for non-Christians and replaced it with strict guidelines that make it clear that non-Christian staff must automatically be granted annual leave to attend their own religious festivals.
The situation was that something was in place that had been well intentioned, but we recognised the new regulations were actually going to render that provision unlawful.
Now that we've changed it we're happy that we're able to allow all our staff to observe whatever religion they choose without it advantaging one particular group.
John Schofield, International HR policy adviser, Save The Children
Our organisation has a very diverse global workforce. Although we are non-denominational, we receive a lot of support from the whole spectrum of religious groups, as well as from people with no religious affiliation.
The regulations made us cut back into our fundamental roots, as the whole rights of the child movement started with our founder Eglantyne Jebb in the 1920s. Even then she was saying the rights of the child were beyond and above all considerations of race, nationality or creed, something we have always tried to incorporate into the way we operate.
In many ways this has meant we have always been ahead of the game. From the outset we had age, religious belief and sex orientation as part of our commitment to treating people equally.
When the new regulations came in it was a case of drawing managers' attention to them. More than anything, it was really about reinforcing existing good practice.
But one of the things we do look at